ous Equality Act, some important provisions which deals with discrimination by an employer on the grounds of employees’ work status as a part time worker, fixed term employee, agency worker or your union membership was not clear. Aside from the fact that it lacks consistency, the provision does not form anything like a coherent code (OCinneide, 2007). In fact, the provision was made up of various pieces of legislation which does not cover only pure employment and work equality issues. Rather than focusing only on work equality issues, there was a larger equality framework related to education or public authority benefits.
The purpose of implementing the Equality Act 2006 was created to promote the Equality and Human Rights Commission (EHRC) which aims to outlaw or dissolve other inadequate employment legislations such as the Commission for Racial Equality, Disability Rights Commission, and the Equal Opportunities Commission. Specifically the EHRC aimed to promote the importance of work equality with gender as a basis (Office of Public Sector Information, 2006). Aside from amending the previous Disability Discrimination Act of 1995, Equality Act of 2006 also provides the public with more straight-forward provisions and imposed duties concerning work inequalities and discrimination based on religion or beliefs. Although Equality Act 2006 mentioned brief introduction concerning sexual orientation in workplace, the problem with this particular Act is that the said UK employment legislation on work equality and discrimination is limited in terms of providing a more detailed rule concerning issues related to sexual orientation.
As a common knowledge, UK is bounded to comply with the EU Directive which aims to develop a legislation provision that will protect employees on the ground of gender re-assignment. Aiming to improve and unified the existing work inequality and discrimination legislation in UK, the newly implemented Equality Act 2010 provides us a more